Working and Leading People: PM Company Report on Leadership

This report, focusing on leadership management, delves into the core aspects of working with and leading people within the context of PM Company. It begins by examining the importance of recruitment and selection processes, including legal considerations like the Equality Act 2010 and the Employment Rights Act 1996, and the role of a CEO in these processes. The report then explores leadership skills, differentiating between leadership and management, and analyzing various leadership styles such as democratic, autocratic, and laissez-faire, suitable for different situations. It also covers different types of motivation, including monetary rewards and Herzberg's theory. The report further highlights the benefits of team working, the role of a team leader, and the factors affecting team effectiveness. Finally, it discusses the planning, monitoring, and assessment of work and performance, as well as the assessment of individual development needs, concluding with a look at the success factors of the assessment process.

WORKING WITH AND
LEADING PEOPLE
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Importance of Recruitment & Selection................................................................................3
1.2 The implications of legal Act................................................................................................3
1.3 Taking part in selection process.............................................................................................4
1.4 Evaluating the own contribution in the selection process.....................................................4
TASK 2.................................................................................................................................................5
2.1 Skills & Attribute needed for leadership :.............................................................................5
2.2 Difference between Leadership & Management...................................................................5
2.3 Leadership styles for different situations..............................................................................6
2.4 Types of Motivation...............................................................................................................7
TASK 3.................................................................................................................................................7
3.1 Benefits of Team Working.....................................................................................................7
3.2 Working in a team as a Team Leader /member.....................................................................8
3.3 Effectiveness of a team..........................................................................................................8
TASK 4.................................................................................................................................................8
4.1 Factors involved in planning the monitoring & Assessment of work & Performance..........8
4.2 Assessment of the development needs of a individual..........................................................9
4.3 Success of the assessment process......................................................................................10
CONCLUSION...................................................................................................................................10
REFERENCES....................................................................................................................................11
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INTRODUCTION
An organisation's success depends on the efficiency and the productivity of the employees
and the management staff. Organization with effective recruitment & selection process are more
likely to appoint a good staff. The efficacy of a leader to inspire, motive and drive best results from
the employees results the better performance of the company. As the employees are the greatest
assets of any organization, therefore organizations are required to adopt different practices &
motivational theories to increase their work efficiency (Stacey, 2012). The aim of this unit is to
develop the knowledge & skills required for working with & leading others. In this report the
methods of selection and recruitment, different leadership styles and prerequisites in a leader to lead
an effective team are discussed. Further, the report throws light on the ways of motivation adopted
by a manger and the assessment of the work performance of employees.
TASK 1
1.1 Importance of Recruitment & Selection
Recruitment & Selection is very essential part of any business & it is always needed to be
done properly. Hiring a right person for any small business might be the most important part of your
organization. These processes helps to match up the right person with the right job skills. These
people not only produce better result but also tend for a long lasting relationship with the
organization (Lakshman, 2009). In a highly technological competitive market PM Company
requires people who are not only hard working, loyal, well informed & Committed but also capable
of showing how to work under pressure.
Documents required for Recruiting & Selecting new Staff for PM Company are as followed :
 Job Description - Develop a clear understanding of the post you have available. So you can
target your recruiting efforts as clear as possible , it should contains the title, job
responsibilities & qualifications for the Post (Cox, 2010).
 Number of Vacancies – before recruiting the employees PM company needs to decide
number of vacancies available.
 Curriculum vitae – Applicant's CV contains all the relevant details about their educational
qualification, work experience, Contact Details.
 Personal specification: It encompasses the applicants educational qualification, experience
and the skills possessed by the applicant that is required for the job profile.
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1.2 The implications of legal Act
The implications of legal regulatory and ethical considerations to the recruitment and
selection process is very important. These are the basic standards that guide every day's business
activity with established corporate values (Amit & Popper 2009). PM Company's has to consider
following legal & Ethical factors :
 Equality Act 2010 : According to this Act PM Company has to treat people equally, they
cannot reject any applicant on the basis of gender, race, sexual Orientation, Beliefs & Age.
However, discrimination can be done if found good justification (Ratcliffe, 2015). The
Company & employees have legal obligations under this equality act 2010.
 National Minimum Wage Act : As per this law PM Company has to give minimum wage
which is entitled to almost all the workers in UK by law. The mentioned company will not
fall below the minimum wage even though it will affect company's profitability.
 Employment Right Act 1996 : According to this law employees are entitled to receive within
two months of hire a written statement from PM Company setting forth the company terms
& Conditions (Johnson,2015). Further it cannot opt for unfair dismissal or discrimination of
employee as it can affect PM Company's brand image.
1.3 Taking part in selection process
Being a new CEO in PM Company, I possess varied set of responsibilities within the context
of recruitment and selection.
 Short-listing / Filtration of Resume : In this process I had reviewed applicants Resume, and
shortlisted according to our company's requirement. After this filtration according to given
criteria in job description applicants are called for telephonic interview.
 Interviewing : After we determined which application meet the minimum criteria of our
requirement we selected those people for interview. In their personal interview applicants are
asked about their educational qualification, previous work experience, personal details.
Talking to these applicants allow us to get issues deeply enough to get fuller sense of
applicants values, nature & approach to work (Coleman, Marianne, and et.al., 2010).
 Test Administration : Those applicants who made good efforts & impressions during the
interview procedures are called for test. This test included personality test, aptitude test,
physical test. Along with tests we were in procedure of reference check, background check
& credit report check (Rieffel, 2015).
1.4 Evaluating the own contribution in the selection process
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My role in the process of selecting and recruiting the eligible candidates has been the
important contribution to the organisation. The CEO is the key organiser of all the tasks and
working of the company. To start the company with the new soul and mission the rigorous process
of selection is adopted. I have stated the new method to recruit the employees. Under my
supervision the interviews on different stages were conducted. After the decided method I have
interacted with the employees in the one to one interview along with the psychiatrist and
behavioural analyst to assess the employees and identify their strengths and weaknesses so that they
can be appointed at the right place as per their suitability. Further, after final selections the training
programs and apprenticeships were conducted to make them aware about their duties and adapt
them with the work culture and values of the courier company.
TASK 2
2.1 Skills & Attribute needed for leadership :
A successful leader always set a good example in his team, the ability to lead people is based upon
number of skills. A good leader should have these basic skills ,
 Decision Making Skill : A Leader should have effective decision making skills in support of
team's Strategy delivery. Decision need to be capable of implemented, whether on a personal
or organizational level & a leader needs to be committed on his decision on personal level
(McDermott, Kidney and Flood 2011).
 Problem Solving Skills : in a way of achieving PM Company's vision there will be many
problems come upon. A leader should have an effective problem solving skills too, with a
positive attitude, problem can be turned into opportunity & a learning experience.
 Time Management : A good leader always need to be well organized, & able to manage his
& team's time. So they can complete their task on time.
2.2 Difference between Leadership & Management
The biggest difference between leaders & manager's is the way they lead their team. The
Leadership & Management closely linked, Both are complimentary to each other. Without effective
management, direction's set by a leader are not going to sustain (Karp, 2014). Below given is a
comparison chart to clear the confusion between Leadership & management.
Table 1: Difference between Leadership and Management
Leadership Management
Leadership is visionary & Strategic thinker. Management is enterprise builder &
Productivity expert.
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Leaders work as the part of the team and the
working.
Manager supervises the team in their works.
Leaders are innovative. Managers are administrative.
Leadership develop the process. Management maintains the process.
Leader's Inspire their team. Manager's are comfortable with control.
Leaders Identifies problem with existing work
structure & resolve them by adopting new
methods.
Manager's work within the existing
organizational work structure (Ankli and
Palliam ,2012).
Leader's give long term & high level
perspective.
Management gives short term & detailed
perspective.
Leadership is people oriented. Management is task oriented.
However, this comparison goes a long way to understand that leader's & Manager's have
their individual duties & Responsibilities.
2.3 Leadership styles for different situations
There are few different approaches & Styles of leadership & Management that are based on
different situations. The style we are using is based on combination of values, preferences, & beliefs
as well as the work culture of PM Company. The mentioned company uses the pragmatic approach
while choosing the leadership style. It adopts the style as per the adaptability with the different
situations :
 Democratic Leaders : Democratic leaders always make final decisions, but they involve their
team members in decision making process. This encourage creativity and as a result PM
Company's team members will tend to have high job satisfaction & high productivity. But
when you need to make quick decisions this style is not effective to use.
 Autocratic Leadership : Autocratic Leader's make decisions without consulting to their team
even if their suggestion would be useful. This leadership style is used at the time of low sales
when the management are required to make quick decision(Chin, 2015). However, this style
can be demoralizing, and leads to levels of Absenteeism & staff turnover.
 Laissez fair : In this style leader's give their team member's lot of freedom in how they do
their work & how they set their deadline. They are provided with support & advice if needed
but directly they don't get involved (Allio, 2013). This style can lead to high job satisfactory
in PM Company's employee but also it can be damaging if team members don't manage their
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time well & don't have good knowledge & Skills to do their work.
2.4 Types of Motivation
Motivation generally drives its employees to work hard & pushes to succeed. Motivation
influences team's behaviour & ability to accomplish their goals. There are different types of
motivation :
 Monetary Rewards : financial rewards can be extremely powerful to motivate PM company's
employee. But it can also backfire the business of the company if manager doesn't
implement effective bonus system. Bigger return can be procured with small investment if it
provides small financial rewards to the employees, this will motivate employees
considerably to work hard.
 According to the Herzberg's theory, considering the two types of factors motivators and
hygiene factors employees are kept motivated and dedicated towards the work. Motivators
are job security, salary, incentives and other related while hygiene factors are the necessities
such as the work culture, safety and health issues and coherence in the organisation.
 The relational constructs between the employer and employee play the significant role in
motivation of employee. The manager motivates them by building the strong relations with
the employees training them, creating development opportunities, resolving their issues and
addressing other employment related matters.
TASK 3
3.1 Benefits of Team Working
Integrated approach and team strengthening helps in working of a courier industry. It is
important to notice that behind every successful Person/Company, there is a great team of people to
take it to a level it has achieved (Adeniyi, 2007). Below mentioned are some benefits of team work
that can help PM Company to get over from its leadership management & Administrative problems.
 Increase Efficiency: A collaborative effort from a group of people will help to create a better
workflow & Allow task to complete faster. By having a productive & innovative team, PM
Company can come over from the problem of failure to deliver on time & customer
dissatisfaction.
 Improves Performance : Performance come with efficiency. When employees are able to
focus on something they love & work best at, they will definitely come up with a better
result (Kydd, Anderson and Newton, 2004.).
 Develop Trust : A strong team is always built on strong foundation of trust. Trust is
developed through communications, working on projects, & active to meet a collective goal.
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 Better methodology: A team is a group of people with diversity of ideas and opinions. An
integrated approach to solve the problem brings better results.
3.2 Working in a team as a Team Leader /member
CEO is the central part of the management of the organisation. Being a leader my duties are
to supervise the subordinates and employees and also work as team member. The groups and teams
are prepared as per the functional qualifications and specialities of the employees in the courier
company such as the data manger who handles all the information and details of the inputs and
outputs of the firm, the operational management who pursue all the task of deliveries and managers
who coordinate with different teams and guides them.(Andersen, 2012). CEO functions both as a
leader and a member performing different roles. At the time of guiding, motivating and supervising
the team act as a leader and while performing the tasks cooperate as a team member giving the full
involvement. (McKee and Guthridge, 2006).
3.3 Effectiveness of a team
An effective team will help PM Company to achieve incredible result. The effective team
displays a following characteristic :
 Shared Responsibility : When the team share responsibility for the success of project, that
team is more responsive & reliable they provide customers the best possible services.
 Commitment to team plans – commitment to team plan comes when how the team will
achieve its target objectives.
 Effective communication – Effective communication among the members of group & team
is the key to accomplish any task.
 Innovation – Innovation comes when team members suggest new ideas of doing things.
 Responsiveness – Effective teams are responsive to problems, opportunity & changing
clients requirement.
TASK 4
4.1 Factors involved in planning the monitoring & Assessment of work & Performance
For the purpose of assessing & monitoring the performance of employees, it is required to
consider certain important factors. In this context following are the factors.
 Monitoring method – One of the most important duty of a manager is to monitoring
employees such as following up on instructions & Training, taking feedbacks from co-
workers & Customers, checklist of documents provided to organization, & supervising on
work can also be a factor assessment of work.
 Comparing the performance of the employees against the task assigned to them. For instance
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in the courier company it is evaluated by the number dispatches and deliveries, the accuracy
and precision in the work done and customers feedback.
An Accurate assessment depends on Planning, design & preparations. Planning is a decision
making process that involves choices from alternatives, following are the factors involved in
planning process :
 Problem Identification
 Information collection
 choosing alternate solution of a problem
 Financial resources availability
 Staff availability
 External infrastructure available.
 Exit Strategy
4.2 Assessment of the development needs of a individual
Most of the managers are aware that training is essential for team to work effectively.
Successful employee development leads on a conversation held in an atmosphere of trust &
collaboration. Training (Development tool) is required when employee is not performing at a certain
company standards. Identification of development needs in PM Company is based upon formal or
informal assessment of skills, knowledge & attitude. For the purpose of the assessment of
development needs of an individual, PM Company is far more desirable to utilize self assessment
methods to identify areas of improvement & change. Few basic competencies are mentioned below
that PM Company's employee are required in order to perform their job better.
 Adaptability
 Analytical Skills
 Action Orientation
 Business Knowledge
 Communication
 Customer focus
 Decision Making
 Planning
 Problem Solving Skills
 Self Management
 Team Work.
It is required to have an organized method for choosing the appropriate assessment for your
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needs. The competency of the employees to match the organisational standard is assessed on the
basis of the above attributes and needs.
4.3 Success of the assessment process
In PM Company assessment is based on achieving goals & Standards of the company. There
are some resources on Program assessment we can go through while assessing a assessment.
 Program Outcomes : Program outcomes identifies the knowledge, skills & abilities of
employees in PM Company, the outcomes should be specific & Measurable. There should be
no strict number of outcomes while addressing, but report should be reasonable & well
organized (Strandvik, Holmlund And Edvardsson, 2012).
 Direct Measures : Direct measures requires that employees should demonstrate their
knowledge, skills & Attitude etc. to management & than assess that how well they are
achieving a program outcome. Direct measures can include customer feedback, Project
Report, innovation & Work Experience. For the mentioned courier company this is the
useful method to evaluate the success of assessment process.
 Indirect Measures : Indirect measures gather on perceptions that how well are employees in
PM Company & their learning outcome. They can include customer feedback, employer's &
staff Surveys. Indirect measures compliment the report collected from direct measures but
cannot stand alone as a sole measure of employee performance or Assessment Success.
CONCLUSION
Hence, it has been concluded from this report that by working with and leading people,
issues related to leadership and management can be resolved. Also, it aids in developing support
within team from which overall objectives of the company can be attained. Further, by recruiting
efficient staff, the company can come over from the loses & can achieve the desired goals.
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REFERENCES
Books
Adeniyi, A. M., 2007. Effective Leadership Management: An Integration of Styles, Skills &
Character for Today's CEOs. AuthorHouse.
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Coleman, Marianne, and et.al., 2010. Educational Leadership And Management: Developing
Insights And Skills: Developing Insights and Skills. McGraw-Hill Education (UK).
Kydd, L., Anderson, L., and Newton W., 2004. Leading People and Teams in Education. SAGE.
McKee, K,. and Guthridge L., 2006. Leading People Through Disasters: An Action Guide:
Preparing for and Dealing with the Human Side of Crises. Berrett-Koehler Publishers.
Stacey, D, R,. 2012. Tools and Techniques of Leadership and Management: Meeting the Challenge
of Complexity. Routledge.
Journals
Allio, J. R., 2013. Leaders and leadership – many theories, but what advice is reliable?. Strategy &
Leadership. 41 (1). pp.4 – 14.
Amit, K., Popper, M., and et.al. 2009. Leadership‐shaping experiences: a comparative study of
leaders and non‐leaders. Leadership & Organization Development Journal. 30 ( 4). pp.302 –
318.
Ankli, E. R., and Palliam, R., 2012. Enabling a motivated workforce: exploring the sources of
motivation. Development and Learning in Organizations: An International Journal. 26 (2).
pp.7 – 10.
Chin, J. R., 2015 Examining teamwork and leadership in the fields of public administration,
leadership, and management. Team Performance Management: An International Journal. 21
(¾). pp.199 - 216
Cox, B., 2010. Leading and following together — leading leadership and leading leaders.
International Journal of Leadership in Public Services. 6 (1). pp.14 – 17.
Karp, T., 2014. Leaders need to develop their willpower. Journal of Management Development. 33
(3). pp.150 – 163.
Lakshman, C., 2009. Organizational knowledge leadership: An empirical examination of knowledge
management by top executive leaders. Leadership & Organization Development Journal. 30
(4). pp.338
McDermott, A., Kidney, R., and Flood, P., 2011. Understanding leader development: learning from
leaders. Leadership & Organization Development Journal. 32 (4). pp.358 – 378.
Strandvik, T., Holmlund, M., And Edvardsson, B., 2012. Customer needing: a challenge for the
seller offering. Journal of Business & Industrial Marketing. 27 (2). pp.132 – 141
Online
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